When it comes to neurodiversity, it’s time to think beyond acceptance. Think about appreciation. Neurodiversity refers to the idea that there is a natural variation in human brain function and development, represented in conditions such as autism, ADHD, and dyslexia. In recent years, the concept of neurodiversity has gained traction in the workplace, with some companies acknowledging that these differences can make for a competitive advantage. When a workplace accepts a neurodivergent person, the implication is that they are tolerated despite their differences. So it’s time to appreciate that we all have much in common and, as I’ll describe below, how neurodiverse employees offer different skillsets and perspectives that are valuable in the workplace.
I’ll start with some inspiration by way of a few big-name companies appreciating the value of recruiting neurodiverse employees. In 2015, software giant Microsoft launched the Autism Hiring Program, which seeks to provide employment opportunities for individuals with autism spectrum disorder (ASD). The program includes comprehensive training to help ASD individuals develop the skills necessary for success in the workplace. Since its inception, the program has been highly successful, and Microsoft has since expanded its efforts to include hiring individuals with other neurological differences.
Hewlett Packard Enterprise (HPE) has a program called Dandelion, which aims to provide employment opportunities for autistic people. The program includes six-month training in skills such as software testing and data analysis.
Ernst & Young (EY) has a program called Neurodiversity Centres of Excellence, which aims to provide employment opportunities for individuals with neurodiverse conditions such as ADHD, dyslexia, and autism. The program includes support and accommodations for neurodiverse employees and provides training for managers and colleagues to create a more inclusive workplace.
Now, here are some reasons why appreciating neurodiversity can benefit companies:
Diverse Perspectives
One of the main benefits of neurodiversity in the workplace is the variety of perspectives it brings. Neurodivergent people can bring to the company ways of thinking and problem-solving that lead to innovative and creative ideas. By recruiting and retaining neurodivergent individuals in the workplace, companies expand creativity in their teams, which can provide a competitive edge.
Attention to Detail
Autistic people and people with ADHD can demonstrate a strong attention to detail and spot patterns and errors that others might miss. This skill is particularly useful in fields such as software development, quality control, and data analysis. By hiring neurodivergent individuals, companies can improve the accuracy and quality of their work, leading to greater customer satisfaction and more efficient operations.
Increased Productivity
Like most of us, neurodivergent people can be highly productive when given tasks that align with their strengths and interests. When understood and well-integrated into a supportive work environment that plays to people’s strengths, a company with a neurodiverse workforce is leveraging everyone’s particular skills and abilities = increased employee wellbeing and job satisfaction = increased productivity.
Improved Employee Retention
Neurodivergent folks often face challenges in the workplace such as discrimination that can be the result of a lack of understanding by which I mean knowledge about neurodiversity, not understanding as in sympathetically accepting. By creating a well-informed and inclusive work environment, companies can improve employee retention and reduce turnover. This can save companies significant costs associated with recruiting and training new employees as well as costs and concerns related to employee morale.
Competitive Advantage in Recruitment
In today’s competitive job market, companies that actually appreciate neurodiversity can stand out as employers of choice. By making transparent their commitment to diversity and inclusion, companies can attract a wider pool of candidates and tap into the talents of neurodivergent people who might not otherwise apply.
Increased Social Responsibility
Neurodiversity is not just a trend. And it isn’t charity to recruit and retain neurodivergent people. It is, however, socially responsible to be able to acknowledge previously exclusive employment practices and update those practices to align with ethical, inclusive practices. When it comes to the bottom line, companies that can demonstrate their commitment to social responsibility and ethical business practices will attract customers and clients who prioritise diversity and inclusion in their purchasing decisions.
Legal Compliance
By creating inclusive business practices, companies can ensure they are not violating disability laws, reduce the likelihood of legal disputes, and reduce the negative impact of such disputes on employee morale and retention. Inclusive practices support treating all prospective and existing employees fairly and equally.
One day, articles like this won’t be necessary. We’ll be like, ‘Remember the days when we had to try to convince people that neurodivergent people were much like the rest of us (neurodiversity) and that their different ways of doing things and seeing things provided as much and sometimes more value to friendships and workplaces and all that?’ then we’ll be kind of sad that we were ever so daft then we’ll [have to] laugh at ourselves for ever having been so daft. Until that day…
Written By Mia Zielinska, Inclusion and Wellbeing Manager at This is Milk
You can speak to Mia about: Equalities, Diversity, Inclusion, Neurodiversity, Talks, Consultancy, People & Culture, Community Engagement.
